5 Tips to attract talent with digital mindset.

We often hear about the new challenges that companies present today to attract digital-minded and potential talent in the future of organizations, which we will clearly not be able to achieve with a conventional attraction process. 

Finding the relevant ways and sources in today's world to achieve this is an important challenge so we want to share 5 tips to attract them quickly and efficiently. 

Empowering selection teams with the right tools will not only help fill vacancies in record time, but also reach top candidates to ensure the best results.  

In this way we must look for our process to be characterized by having:  

  • Ensuring closeness to our future employees forces us to be on channels such as Instagram, Facebook, WhatsApp, LinkedIn and adapt to those that are coming.  
  • Do not limit interaction schedules, have 24/7 availability to advance or consult the statuses of your process, generate credibility and peace of mind for a serious and responsible process.  
  • Automate communication with candidates optimizing team times, without neglecting the guarantee of constant and personalized information of progress or feedback of the process.   
  • Using data, AI processes, Artificial Intelligence, support the review and selection of personnel more in line with affinity. Ensure that the digital valuation process leaves us inputs to feed our data and our prediction model.  
  • Activate our brand ambassadors and share your experiences in digital media that make those candidates who are not in active search for employment fall in love.  

Improving the experience of candidates is also achieved with tools that facilitate and optimize the processes of the team of human talent. Automating flows, optimizing and customizing communications, and ensuring the collection and use of relevant data are to date, rather than a market trend a necessity to attract and retain the best talent in the market.  


The 5 key steps to perform 100% digital selection processes

In Magneto 365 we have worked under the projection that by 2030 the selection processes will be 95% digital, today that reality is advanced under unmeverviable circumstances for all. In the current situation, companies do not stop and we have selection processes that must continue 100% digital, this is a very disruptive change for many and that is why we want to tell you a little about the preparation and how magneto 365 already made this transition. For us there is something fundamental and it is that while technology is our best friend as tools that facilitate processes, we must always keep the human factor in the middle of each stage of the process.  

That is why we share with you the 5 key steps to make an effective transition.  

  1. Define the team's goals. 

Before you start implementing a new, even more remote technology process, it's important that you review the current situation of your team, where they are very strong and where they have opportunities for improvement. From this you will need to establish the achievements that the team needs to achieve in this period of remote work, set goals and objectives. Knowing what needs to be achieved before any change can ensure that you take the right path. Likewise the objectives in this time can be very changing and we should not be rigid to change, the important thing is to have them identified and know how to measure them.  

  1. Formulate the plan with your team  

Once you have the goals clear, they should determine how it will be distributed among the team members, alcaling who will be in charge of each metric and ensuring the follow-up of each goal. The leaders will probably read this and feel that these things are already clear, because they are no different from what is normally worked on the teams. However, these two points are supremely important to review to keep them fresh before starting the digital transformation and not encounter unnecessary obstacles along the way.  

  1. Investigate the tools needed for remote work  

It is important that the function of researching and reviewing the options offered by the market to digitize the attraction and selection processes, not just the leader. Each team member has very interesting knowledge that can invest in doing research of paid or free tools that could be helpful to everyone. The main recommendation is for everyone to do an independent investigation and then socialize the information. The leader must analyze the different contributions and consolidate the best ones.  

  1. Define and acquire the new work tools. 

From experience we suggest that it is important that the selected tools connect automatically or easily between them, why,, we have identified that much of the operational time is invested unnoticed in those intermediate steps that connect one tool to another, since they slow down processes.  

Extremely important, rely on the technology team that the company has or someone who understands the technologies to be used, to have advice before engaging with them. 

Some additional tips are to choose easy-to-use platforms with good user experience, easy to integrate with other service, fast and with permanent customer support. Don't forget to make your team part of this decision, if they are the ones who are going to use the tools, it is important that they are satisfied and motivated with this experience.  

  1. Train the team and start  

A big mistake that happens in companies is that they acquire very important and functional tools that could very much support the team but do not give a correct implementation for its use. Each tool must have its correct training for all the team members who will make use of it, so that we can make the most of it. Let's learn how to use the learning material that most tools provide to us and track our equipment how they're using it. We must understand that changing the way a process is done involves changing the patterns that the mind has established, so many people on the team tend to be reluctant to change and that's where we need to make them as simple as possible.  

Finally, you want to give them the confidence to rehearse, digital transformation is different for everyone and above all talking about human resources teams. There is no complete guide for your team to adopt these circumstances in the best possible way, it is a matter of empowering them and motivating them many to give the technology the opportunity.  


The fundamental role that human resources have during the COVID-19 era.


In this new ERA of digitization, the Human Resources Area must return to its essence.